This is a good place to start –
Start by stopping something, if your organization’s still doing it: Stop viewing workers and their ongoing development as a cost sink.
Obviously, I transitioned into a role where I spent my time onboarding and developing training materials for our team as opposed to working directly with clients, and then a year later I was laid off, so this statement had me nodding my head, pointing at my screen and maybe firing off an expletive or two.
My layoff story aside, this is something I’ve seen for years. Going all the way back to when I did customer training for software companies, we were constantly getting complaints about having to pay for training.
Interestingly, we would not only get them from customers, but we’d also get them from our own salespeople as well. As if the technology was somehow magically understood by anyone who sat down to use it, no training was really necessary. (aka – no additional cost should be involved.)
I’ve written before about the tragic consequences of not training folks, and I’ll add that this is no different. You can invest in your people, keeping their skills up-to-date for the constant change they will be faced with in the workplace, or you can view all of them as a simple cost to be cut down to the bare minimum.
If you do, at least consider the cost of hiring a bunch of new folks year after year.
Because you will be.
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